The Cocreation of a Safe Space that Centers Women of Color Academics

Jameka Wiggins; Monica Farmer Cox; Monique S. Ross; Shawanee' Patrick

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Conference: 2025 Collaborative Network for Engineering & Computing Diversity (CoNECD)
Location: San Antonio, Texas
Publication Date: February 9, 2025
Start Date: February 9, 2025
End Date: February 11, 2025
Conference Session: Track 1: Technical Session 6: The Cocreation of a Safe Space that Centers Women of Color Academics
Tagged Topics: Diversity and 2025 CoNECD Paper Submissions
Page Count: 25
Permanent URL: https://peer.asee.org/54116
Download Count: 5

Paper Authors

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Jameka Wiggins The Ohio State University

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Jameka Wiggins is a Ph.D. Candidate in Engineering Education, specializing in Organizational Change in Higher Education and Industry at The Ohio State University. Concurrently, she is pursuing a Master’s in Engineering Management. Jameka's current research explores how engineering faculties’ positionality and lived experiences shape their critical consciousness development. As a scholar and advocate, she seeks to amplify the voices of underrepresented groups in engineering by exploring their experiences, engaging in critical questioning, and offering support. Outside of academic studies, Jameka serves as an ambassador for her department, reviewer for ASEE, and active volunteer for a Columbus STEM non-profit See Brilliance. Jameka has been recognized by her undergraduate institution for her commitment to achieving the vision of the Ronald E. McNair Scholars Program and most recently by her department for her scholarship as a graduate researcher. Jameka strives to be a well-rounded scholar and exhibit her dedication to people and scholarship.

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Monica Farmer Cox The Ohio State University

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Monica F. Cox, Ph.D., is Professor in the Department of Engineering Education at The Ohio State University.

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Monique S. Ross The Ohio State University orcid.org/0000-0002-6320-636X

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Monique Ross earned a doctoral degree in Engineering Education from Purdue University. She has a Bachelor's degree in Computer Engineering from Elizabethtown College, a Master's degree in Computer Science and Software Engineering from Auburn University

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Shawanee' Patrick The Ohio State University orcid.org/0000-0002-7887-773X

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Abstract

Keywords: Workplace Safety, Women of Color, Faculty, Engineering Recent reports, including those by Lean In Org and McKinsey & Co. (2023), and scholarly work by Abdalla (2018), expose the critical gaps in the support structures for Women of Color (WoC) faculty within academic institutions. These findings underscore the harsh realities of microaggressions, discrimination, and institutional betrayal (Smith & Freyd, 2014) that WoC faculty endure, leading to heightened burnout and a significant likelihood of leaving their positions. Despite the establishment of equity offices and policies aimed at supporting marginalized communities, the persistence of racism, sexism, and discrimination reveals a systemic failure to protect and nurture WoC faculty effectively.

(University Name) created a Feminist Research, Education and Engagement (FREE Center) focused on bringing together engaged feminist researchers and teaching to unite individuals across the university’s academic community. This work is supported by a five-year $500,000 grant for collaborative research and community engagement projects centering on feminist approaches and perspectives.

Our team, (Cluster Name) applied for and received a $1,000 seed grant to convene a team focused on research to organizational equity and learning. (Cluster Name) is an interdisciplinary assembly of faculty, staff, graduate students, and postdoctoral scholars representing engineering, physics, and medicine dedicated to conducting research that addresses systemic limitations, failures, and challenges faced by Women of Color in academia. Although housed in our organization, its structure differs give its focus on the cocreation of practices that call our harm against WoC, restorative practices co-created by cluster members, and the evolution of practices that center WoC, not the organization where they work.

Findings from this pilot project will be used to craft strategic, actionable, and sustainable safe spaces for open dialogue and healing among Women of Color along with recommendations for local and national policy changes that contribute to the broader strategic goals of diversity and inclusion in U.S. higher education.

Our goal is to derive a comprehensive and transformational workplace care and research model that places the lived experiences, multifaceted personal and professional identities, and holistic safety of Women of Color faculty at its core. This model aims to create an inclusive environment where WoC’s voices are amplified, their contributions are recognized and valued, and their unique challenges are addressed through tailored support systems and policies.

By prioritizing their well-being and fostering a culture of equity and respect, we seek to empower Women of Color academics to thrive both personally and professionally within the academic landscape. The model and findings developed through our cluster could provide other academic institutions and organizations with a detailed blueprint to recognize and affirm the intrinsic value of Women of Color faculty.

This framework aims to support their career advancement by highlighting best practices for fostering an inclusive environment, promoting equity, and ensuring that their contributions are acknowledged and celebrated. By adopting this blueprint, institutions can create more supportive, safe, and empowering spaces for Women of Color faculty, ultimately enhancing their professional growth and success.

Citation
Format

Wiggins, J., & Cox, M. F., & Ross, M. S., & Patrick, S. (2025, February), The Cocreation of a Safe Space that Centers Women of Color Academics Paper presented at 2025 Collaborative Network for Engineering & Computing Diversity (CoNECD), San Antonio, Texas. https://peer.asee.org/54116

TY  - CPAPER
AB  - Keywords: Workplace Safety, Women of Color, Faculty, Engineering
Recent reports, including those by Lean In Org and McKinsey &amp;amp; Co. (2023), and scholarly work by Abdalla (2018), expose the critical gaps in the support structures for Women of Color (WoC) faculty within academic institutions. These findings underscore the harsh realities of microaggressions, discrimination, and institutional betrayal (Smith &amp;amp; Freyd, 2014) that WoC faculty endure, leading to heightened burnout and a significant likelihood of leaving their positions. Despite the establishment of equity offices and policies aimed at supporting marginalized communities, the persistence of racism, sexism, and discrimination reveals a systemic failure to protect and nurture WoC faculty effectively. 

(University Name) created a Feminist Research, Education and Engagement (FREE Center) focused on bringing together engaged feminist researchers and teaching to unite individuals across the university’s academic community. This work is supported by a five-year $500,000 grant for collaborative research and community engagement projects centering on feminist approaches and perspectives. 

Our team, (Cluster Name) applied for and received a $1,000 seed grant to convene a team focused on research to organizational equity and learning. (Cluster Name) is an interdisciplinary assembly of faculty, staff, graduate students, and postdoctoral scholars representing engineering, physics, and medicine dedicated to conducting research that addresses systemic limitations, failures, and challenges faced by Women of Color in academia. Although housed in our organization, its structure differs give its focus on the cocreation of practices that call our harm against WoC, restorative practices co-created by cluster members, and the evolution of practices that center WoC, not the organization where they work.

Findings from this pilot project will be used to craft strategic, actionable, and sustainable safe spaces for open dialogue and healing among Women of Color along with recommendations for local and national policy changes that contribute to the broader strategic goals of diversity and inclusion in U.S. higher education.

Our goal is to derive a comprehensive and transformational workplace care and research model that places the lived experiences, multifaceted personal and professional identities, and holistic safety of Women of Color faculty at its core. This model aims to create an inclusive environment where WoC’s voices are amplified, their contributions are recognized and valued, and their unique challenges are addressed through tailored support systems and policies. 

By prioritizing their well-being and fostering a culture of equity and respect, we seek to empower Women of Color academics to thrive both personally and professionally within the academic landscape. The model and findings developed through our cluster could provide other academic institutions and organizations with a detailed blueprint to recognize and affirm the intrinsic value of Women of Color faculty. 

This framework aims to support their career advancement by highlighting best practices for fostering an inclusive environment, promoting equity, and ensuring that their contributions are acknowledged and celebrated. By adopting this blueprint, institutions can create more supportive, safe, and empowering spaces for Women of Color faculty, ultimately enhancing their professional growth and success.

AU  - Jameka Wiggins
AU  - Monica Farmer Cox
AU  - Monique S. Ross
AU  - Shawanee' Patrick
CY  - San Antonio, Texas
DA  - 2025/02/09
PB  - ASEE Conferences
TI  - The Cocreation of a Safe Space that Centers Women of Color Academics
UR  - https://peer.asee.org/54116
ER  -